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The purpose of this paper is to present a simulation study using a model of a new optically pumped magnetometer sensor for application in the field of magnetoencephalography. The effects of sensor distance and orientation on the measurement information and the sensitivity to neuronal sources are investigated. Further, this paper uses a combinatorial optimization approach for sensor placement to measure spontaneous activity in the region of the occipital cortex.

This paper studies the effects of sensor distance and orientation on sensitivity to cortical sources and measurement information. A three-compartment model of the head, using the boundary element method, is applied. For sensor setup optimization, a combinatorial optimization scheme is developed.

The sensor distance to sources considerably affects the sensitivity and the retrieved information. A specific arrangement of four sensors for measuring spontaneous activity over the occipital part of the head is optimized by effectively avoiding position conflicts.

Individual head models, as well as more detailed noise and signal models, will increase the significance for specific-use cases in future studies.

Effects of sensor distance and orientation are specifically evaluated for a new optically pumped magnetometer. A discrete optimization scheme for sensor optimization is introduced. The presented methodology is applicable for other sensor characterization and optimization problems. The findings contribute significantly to the development of new sensors.

Ineffective communication consequences can be life-threatening and drastic. Communication misunderstandings are frequently reported in incidents, accidents and occurrences. This research paper aims to evaluate operator communication load in highly automated systems; distinguish and highlight the communication error factors during flight operations from different perspectives; and provide suggestions to operators to decrease the rate of misunderstandings in aviation communication.

This study is based on a questionnaire that investigated the critical communication load, including aviation training, standard phraseology, operators’ native language and cultural background. In addition to the effect of using controller–pilot data link communications will be discussed widely. In this research, 110 responses were obtained from pilots and air traffic controller (ATCOs) that vary in 44 countries; approximately 20% were ATCOs, and 75% were pilots.

This study was designed to assess the level of aviation operators communication load in highly automated systems, identify and illustrate the factors that contribute to communication errors during flight operations from multiple viewpoints, and offer recommendations to operators to minimize the rate of misunderstandings in aviation communication.

This research deals with evaluating the operators’ communication load, which is crucial for the air traffic safety and efficiency.

This work examines the intersection between traditional human resource management and the novel employment arrangements of the expanding gig economy. While there is a substantial multidisciplinary literature on the digital platform labor phenomenon, it has been largely centered on the experiences of gig workers. As digital labor platforms continue to grow and specialize, more managers, executives, and human resource practitioners will need to make decisions about whether and how to utilize gig workers. Here the authors explore and interrogate the unique features of human resource management (HRM) activities in the context of digital labor platforms. The authors discuss challenges and opportunities regarding (1) HRM in organizations that outsource labor needs to external labor platforms, (2) HRM functions within digital labor platform firms, and (3) HRM policies and practices for organizations that develop their own spin-off digital labor platform. To foster a more nuanced understanding of work in the gig economy, the authors identify common themes across these contexts, highlight knowledge gaps, offer recommendations for future research, and outline pathways for collecting empirical data on HRM in the gig economy.

Codes of ethics are a moral reflection centred on the duties and rights of a given profession that establishes the minimum moral standards required. These codes imply self-regulation and therefore an individual application on the conduct of professionals. In this chapter we reflect on the main values that guide PR practice based on Schwartz's theory of basic human values, which measures universal values that are recognised throughout all major cultures. A qualitative and quantitative content analysis was carried out of the codes of ethics of six national PR and communication associations and of the Global Alliance's code. The ethics codes were analysed to study the priorities of values stressed by PR professional associations and to highlight the motivational values that may be present in them. Findings show that values contained in the codes of ethics are based on a system of 32 human values; three of the values – the common good, integrity and truthfulness – are identified in all the codes; motivational values relating to universalism, benevolence and conformity are also covered to varying degrees in all the texts. It has been confirmed that the Global Alliance code is the only text that deals with the values of all the motivations described by Schwartz. The PR codes of ethics are based on a list of common ethical values of a collective nature, which are mostly contemplated by the Global Alliance; the main difference at the national level is that Latin countries include in their texts more principles of ethical universalism.

This study aims to broaden the understanding of the blockchain for human resource (HR) managers through use cases. The study presents a plausible solution for HR professionals to effectively manage some of the core processes to focus on more strategic work and be a true HR business partner for the organization.

The study adopted a case research strategy. The case research strategy is well-suited to capture the practitioner’s knowledge, mainly when focusing on contemporary events (such as COVID-19). Data collected from 12 tech organizations through telephonic conversations and the interviews were recorded and transcribed using NoNotes call recording.

This study identifies five use cases to streamline the critical processes, helping HR professionals such as certificates verification, skill mapping, payroll processing, data protection and performance management. These early use cases offer a plausibly superior alternative in managing critical HR functions and associated business processes with blockchain technology.

Despite the growing number of blockchain applications, its usage in HR activities is limited. By extensive qualitative case study and data triangulation, the study integrates a resource-based view and unified theory of acceptance by explaining how blockchain adoption helps organizations use their internal resources and capabilities to gain a competitive advantage. The study presents five use cases and propositions that can act as building blocks for the HR department in adopting blockchain applications. Lack of empirical validation (quantitative rigor) of the propositions is the limitation and can be a future research scope.

Adopting new technologies is not new for HR managers. However, most of the technologies are disjointed applications, and therefore, the need for an all-pervasive solution assumes significance. Several of the blockchain concepts are still in the nascent stage. Thus, the study highlights the need for HR leaders to work alongside technical architects to create blockchain applications. Unlike other HR applications, blockchain can integrate all the employees, clients, vendors and businesses seamlessly. This study proposes research propositions that provide research directions for future research.

Academic literature on connecting blockchain technology with HR functions and applications is notably absent. This research can be considered one of the first academic articles connecting blockchain and HR processes.

The purpose of this paper is to examine electronic-HRM (e-HRM) as a contingency factor moderating the relationship between high-performance work practices (HPWP) and organisational performance. It also explores the hypothesised relationship within the Middle Eastern context.

An empirical study was conducted on Jordanian firms operating in both financial and manufacturing sectors. The final research sample consisted of 118 questionnaires. The data were analysed using partial least squares through Smart PLS.

The findings show support for the hypothesised relationship. In particular, this study shows that both HPWP and e-HRM have a significant positive influence on organisational performance. The results also revealed that e-HRM moderates the HPWP-performance link.

Overall, these findings support previous claims that the adoption of HPWP contributes to organisational success. In particular, firms operating in the Middle Eastern region could improve their performance by implementing HPWP. It also confirms the vital role of e-HRM on improving the positive influence of HPWP on organisational performance. Thus, managers may consider investing in e-HRM system in order to enforce the contribution of HPWP to the effectiveness of their firms.

This study represents a first attempt to measure e-HRM as a possible moderating variable in the HPWP and organisational performance link. Such moderation would be a contribution to the strategic HRM field as very recent research calls for studies that examine new intermediary variables in an attempt to unlock the “black box” in the HPWP and performance link.

Although conformable devices are commonly designed to couple with the human body for personalized and localized medicine, their applications are expanding rapidly. This paper aims to delineate this expansion and predict greater implications in diverse fields.

Today’s device technologies continue to face fundamental obstacles preventing their seamless integration with target objects to effectively access, evaluate and alter self-specific physical patterns, while still providing physical comfort and enabling continuous data collection. Due to their extreme mechanical compliance, conformable devices permit the query of signals occurring at interfaces so as to decode and encode biological, chemical and mechanical patterns with high resolution, precision and accuracy. These unique and versatile capabilities allow for a marked change in the approach to tackling scientific questions, with the ability to address societal challenges at large.

Here, this study highlights the current state of these devices in a wide range of fields, such as interactive teaching, textiles, robotics, buildings and infrastructure, agriculture, climate and space, and further forecasts essential features of these devices in the near future.

This study justifies conformable devices’ growing utility through a novel quantitative analysis methodology that indexes peer-reviewed journal articles based on specific keywords, whereby this study tracks keyword frequency over time across specific fields in conjunction with conformability-like topics. The resulting trends’ trajectories provide the foundation for this study’s future projections. This study concludes with a perspective on the possible challenges concomitant with a ubiquitous presence of these technologies, including manufacturing, wireless communication, storage, compression, privacy and sharing of data, environmental sustainability, avoidance of inequality and bias and collaboration between stakeholders at all levels of impact.

E-learning environments and services (ELES) adoption and success rates challenge ELES designers, practitioners and organisations. Enterprise decision makers continue to seek effective instruments in launching such systems. The purpose of this paper is to understand users’ perceptions of ELES effectiveness and develop a theoretical framework which improves understanding of success factors for adoption.

Grounded theory method is used to reflect on the relationships between changing users’ requirements and expectations, technological advances and ELES effectiveness models. A longitudinal study collecting data from social media blogs over four years was authenticated based on the context evaluation, language structure and conversational constructs.

Identification of a new core dimension named “Concept Functionality” which can be used to understand the relationships between e-learning effectiveness factors including the relationships with other domains such as security. The findings are also used to validate major existing models for the success of ELES.

The new framework potentially improves system design process in the fields of education technology, enterprise systems, etc.

Concept functionality dimension can offer more insights to understand ELES effectiveness and further improve system design process in a variety of domains including enterprise systems, process modelling and education technology.

This study aims to address a leading challenge of confusion about the concept of takāful confronted by existing and potential consumers of the insurance industry. There are multiple sources of confusion, including the lack of consensus among religious scholars to implement a standardized business model of takāful, the lack of knowledge or awareness and the lack of skilled or trained personnel, which prevent existing and potential consumers from adopting takāful products or services. The fundamental concept of takāful is introduced mainly to fulfill the religious, social and economic needs of Muslims. Thus, the choice of takāful activates the religious, cultural, family and tradition values of individuals. Hence, the primary purpose of this study is to determine the impact of tradition value and stimulation value on consumer adoption of takāful services. Further, the scope of this study is extended to establish the mediating role of religiosity and moderating role of confusion on the association between tradition value and consumer adoption of takāful services.

This study follows quantitative research methods and a cross-sectional approach for data collection. Thus, the sample is collected from 768 respondents belongs to rural and urban areas by using a close-ended questionnaire. The mediation and moderation analysis are performed by using Andrew F. Hayes process Models-4 and −5.

The result reveals that religiosity mediates and confusion moderates the relationship of tradition value and consumer adoption of takāful. However, the tradition value shows a negative effect on consumer adoption of takāful. Moreover, the confusion negatively moderates the association between tradition value and consumer adoption of takāful. Finally, the stimulation value also reflects a negative effect on consumer adoption of takāful services.

The findings of this study shed novel insights into the existing literature of takāful and basic human values. The outcomes of stimulation values contradict with the findings of Wang et al. (2008). The result of mediation analysis reveals that religiosity plays a vital role in activating the goals of tradition value, which motivates consumers to adopt takāful services. The present study is useful for takāful operators to understand the value priorities of prospect clients belong to rural and urban areas.

This paper aims to present affective computing or Emotion AI in the context of work and how organizational leaders such as managers and human resource (HR) professionals can implement this technology to foster an emotionally healthy workplace.

The authors provide a current overview of affective computing technology through definitions, examples and general use cases. This is in light of the current scrutiny on artificial intelligence (AI) use broadly across society. The authors address this from a research perspective and show how this advanced AI tool can be implemented in organizations for the benefit of employees.

Affective computing or Emotion AI is still relatively unknown, and yet, it is already part of our daily lives. Emotion AI platforms have the potential to be an essential part of HR tools. It is crucial, however, to use this technology in an ethical and responsible manner.

There is little awareness and understanding of use cases of affective computing tools in organizations, particularly for the well-being of the workforce. This paper provides HR leaders, managers and researchers with an overview of the origins of the field and major considerations for responsibly implementing Emotion AI to support employee mental health.